Compensation Programs Manager

Securitas•Parsippany, NJ

2d•$150,000 - $180,000•Remote

About The Position

Securitas is the global leader in protective services, delivering specialized guarding, advanced technology solutions, and comprehensive risk management across diverse industries. Our mission is simple yet powerful: to help make your world a safer place . With a legacy built on trust, innovation, and global expertise, we provide tailored security solutions that combine innovative technology with outstanding service. The Compensation Programs Manager is an individual contributor role responsible for supporting the design, implement, and administration of Securitas North America’s compensation programs in alignment with business strategy and operational goals. This role plays a critical part in the planning and execution of the annual merit and bonus cycles, the design and administration of incentive plans, and the management of North America domestic and international relocation programs. The Compensation Programs Manager will partner closely with HR, finance, and business leaders to ensure our compensation programs are competitive, compliant, and cost-effective, while supporting our ability to attract, retain, and motivate top talent across a large, diverse workforce. This role combines hands-on program management, data-driven analysis, and practical guidance to the business to help ensure pay decisions are fair, consistent, and aligned with both market practices and Securitas value

Requirements

Strong analytical and quantitative skills; comfortable working with large data sets and spreadsheets.
Solid understanding of wage and hour regulations and pay compliance.
Ability to balance competitiveness, internal equity, and cost control.
Effective communication skills with the ability to explain complex topics in simple, practical terms.
Proven ability to build relationships and partner with operations, HR, and finance leaders.
High attention to detail and strong organizational skills.
Bachelor’s degree in Human Resources, Business Administration, Finance, or related field
7+ years of experience in compensation, including program design and implementation.
Strong analytical skills and project management skills
Proficiency in Excel and HRIS/Compensation systems
Excellent communication and stakeholder engagement skills
Ability to travel up to 5%.

Nice To Haves

Certified Compensation Professional (CCP) preferred.
Experience working in global or matrixed organization is preferred.

Responsibilities

Lead the development, implementation, and ongoing management of enterprise-wide compensation programs to support business strategy and talent objectives.
Design, implement, and maintain a comprehensive job architecture framework that aligns roles, career levels, and pay practices with organization needs and growth plans.
Develop and administer competitive pay structures, including salary ranges and hourly wage scales, informed by market benchmarking.
Partner with stakeholders to design and support incentive plans tied to performance, KPIs, and financial results.
Lead the design and ongoing management of North America domestic and international relocation programs, collaborating with an external relocation vendor to deliver compliant, cost-effective solutions for complex moves.
Conduct regular market pricing and benchmarking for security roles using salary surveys and industry data.
Recommend pay adjustments and structure changes based on market trends, internal equity, and business needs.
Provide guidance on pay rates for new contracts, renewals, and expansions.
Partner with security operations leaders and HR Business Partners to address compensation issues, including hiring rates, retention challenges, and internal equity.
Ensure compensation programs support client expectations, service level agreements, and compliance with contract terms.
Ensure compensation practices comply with federal, state, and local wage and hour laws (e.g., overtime, minimum wage, pay transparency).
Support audits and reviews related to pay practices, including internal audits and client audits when required.
Maintain documentation and governance standards for compensation policies and procedures.
Analyze compensation data to identify trends, risks, and opportunities.
Use data to recommend practical, cost-effective solutions to compensation challenges.
Develop clear tools and materials (guides, templates, FAQs) to support consistent pay decisions.
Serve as a subject matter expert on compensation for security roles across the organization.